Workforce planning

Forecasting the workforce the organisation needs, comparing it with the workforce it has, and planning how to close the gap through recruitment, development, redesign, and retention.

Original to this reference.

Levels

1. Awareness: You can:

explain why workforce planning matters for safe and sustainable services
provide accurate establishment and vacancy information
2. Working: You can:

collect and check workforce plan data from managers
model simple scenarios, such as turnover and vacancy trends
3. Practitioner: You can:

lead workforce planning for a directorate, linking it to service and financial plans
identify skills gaps and recommend ways to close them
plan new roles, career pathways, and skill mix
4. Expert: You can:

set the organisation's workforce strategy and long-term plan
make workforce trade-offs across services with finance and service leaders
shape workforce plans with partners across the health and care system

Closest ESCO skills

identify necessary human resources (close match)
analyse staff capacity (close match)
forecast workload (narrow match)

Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.

Role levels that expect this skill

Role level	Role	Band	Expected level
Deputy director of people	Head of people	8d	Expert
Director of people	Head of people	9	Expert
HR business partner	Human resources business partner	7	Practitioner
Senior HR business partner	Human resources business partner	8a	Practitioner
Head of HR business partnering	Human resources business partner	8b	Expert
Digital skills lead	Learning and development specialist	7	Working